DesignRush ranks and reviews consulting firms from around the country and around the world. The winning firms vary by company size, rates, portfolio, review, and location.

According to DesignRush, the best consulting forms “create custom strategies to improve management, better employee satisfaction, and increase business growth.” These firms also strengthen processes through operations and logistics assistance, marketing campaign guidance, accounting advice and more.

VP Legacies’ online courses help thousands of people worldwide build meaningful relationships every day, including at work. When it comes to considering a consulting firm for your projects, you want one that will best help you enhance your business strategy and grow your business.

Top Consulting Firms Enhance Business Strategy

The best consulting services take the time to help clients enhance business strategy, offering specialized expertise that caters exactly to their needs and business growth goals. These tools include:

Information technology to implement certain programs or systems

Marketing to gather competitor analysis, detailed audits, market share information, and business and demographic data to advice on possible ventures

Financial services for revenue-related services to keep your business safe

What to look for in a consulting firm

While there are a number of consulting firms out there, top consulting firms differentiate themselves in how it treats its customers, accessibility, and more. A few factors to consider are:

Are they an effective partner? Top consulting companies promote both the quality and expertise in a true partnership, committed to generating results.

Do they have a global presence? Business success in the modern world means becoming a global brand, able to the necessary insight and unique perspective to expand operations into new territories

Are they digital savvy? Today’s top firms know how to meet the demands of the digital consumer and implement technology to improve business performance.

Do they focus on results? The best consulting firms put their clients first, helping them to achieve specific and measurable goals

Do they serve multiple industries? The consulting firm you choose must have experience in your industry, giving you insight on the challenges companies in that industry face to offer strategies to uncover solutions

Features of top consulting companies

A top consulting company is more than just the services they offer; they are about the characteristics, work ethic, and personality they bring to the table. A few key features of top firms are:

The experience and expertise necessary to take on the job you’ve hired them to do

A proven track record to ensure that your project gets effectively

Creative thinking to come up with innovative ideas to meet the challenges specific to your project

Communication skills to make sure goals are met, challenges are communicated, and issues are resolved

Leadership to take the lead in order to finish the project in a timely and efficient manner

Why VP Legacies?

VP Legacies is a premier personal connection and content creation firm in Denver that helps its clients create a world where people aren’t afraid to personally connect. We want to help not only clients engage externally, but internally to increase employee retention and customer loyalty.

We see storytelling as the key to personal connection, as we are expert storytellers with a process empowering you to truly personally connect with our clients’ audiences. The power in our ability to create personal connection is unending and immeasurable, which has allowed us to grow our business values and processes.

Powered by personal connection

By way building trust, sharing story details, and embracing emotions, we help our clients develop personal connection with their employees and customers. We believe that open communication develops rapport, which in turn, builds trust. This trust empowers you to share your story—and its details—with others. Once a story is told, it produces emotion, which ultimately enables you to personally connect by embracing it.

Additionally, we pride ourselves on delivering the highest quality of service to our clients. This includes transparent communication, timeliness of delivery, a high-quality end product, and a strong client relationship. With these characteristics, we are able to go above and beyond for our clients.

When working with VP Legacies, you are paying for these factors and how they treat your individual project. You get a company that takes the time to really get to know its clients and goes above and beyond to create videos of the highest quality for its clients.

Corporate environments allow for so many opportunities to implement video-based learning content to internally educate employees. From new hire training to compliance, the use cases are endless.

Video-based content can replace your stale email content for something that is more engaging. Employees will respond better to it and learn more from it. Take the opportunity to use it across your organization in all different departments to see where it works and where it doesn’t.

VP Legacies offers online courses that help you make strong personal connections at work, proving the impact video-based learning can have. In this post, we share five different ways that you can implement video-based learning in a corporate environment.

Video-Based Learning for New Hire Training

One of the most popular and effective ways of using video-based learning is in new hire training. When starting a new job, there are so many things to navigate before diving into your job. What better way to navigate the ins and outs of a company than through video-based training?

Through educational videos, you can take employees through various parts of their training. This can be areas such as sexual harassment or getting acquainted with the company, its products, and its message.

Using video helps keep viewers engaged while helping them to consume content in an easier to understand way. If you’ve ever started at a new job, you know that there is a lot to consume at once. A video is easy on your brain so you can really consume the presented content.

Video-Based Learning for Compliance

Going hand-in-hand with new hire training is compliance training. This isn’t only for new hire. It can be for seasoned employees when new policies come out, or if they need a refresher on long-standing policies.

A perfect example of this is if your company deals with Europe’s GDPR regulations. In order to effectively get your employees to complete these, create a video-based course around it. Like new hire training, video content will keep learners engaged, especially when the content isn’t very interesting to begin with.

Video-based educational content proves to be well-received by learners, which helps them to retain the concepts better after viewing. Chances are, they will better remember the concepts covered than by just reading a slide deck or PDF.

Video-Based Learning for Software Training

Another area where video-based learning can come into play is with software training. Say your company uses software like Marketo or Salesforce. Upon hiring, you’re expected to complete training on these tools prior to starting your job.

Videos are the perfect tool for that training, especially if you are unfamiliar with the software. The simplest use case when it comes to software training is a short demo video that covers one function of a tool. A demo video can help you navigate the software and perform specific functions within the tool.

Videos can also help you learn more about the tool’s functions and how to use it to maximize your role. A perfect example of software training done through video is through educational sites such as Lynda or Skillshare. These full-length video courses combine demos and use case videos for maximum impact.

Video-Based Learning for Process Training

Each department has a number of different processes in place, so it’s key that other employees receive this training. If these processes aren’t followed, then it can lead to confusion and work to correct any mistakes made. Video-based content can aid in training employees on processes by educating employees on how other teams deal with their workflows.

If a team has a certain process to create a project, video-based learning can outline the steps needed to create that project. This isn’t only used as a demonstration tool, but an awareness tool for how other departments tackle their processes. Take the initiative and set up training to show other departments how yours runs.

Video-Based Learning for Company-wide Announcements

Opposite of formal training, video-based learning content can apply to company-wide announcements to educate employees. This can be in the form of a webinar or a short, commercial-like format. This method can be more engaging, putting employees face-to-face with executives within the company. They can put a face to a name to build a real human connection with the person behind the camera.

Say you have a new product launch or an acquisition. Video-based learning is the perfect medium to elaborate on these types of announcements, giving employees more information.

Additionally, employees are able to ask questions that may pertain to them or their department and get the answer straight from the source. Consider video as an alternative to announce news to the company.

Conclusion

When it comes to video-based learning, don’t be afraid to use it in a corporate environment. Video is just as useful in the boardroom as it is in the classroom to educate employees on important company concepts. Take a look at your content to see where you use video-based content to further engage your employees. You never know just how effective it could be.

When it comes to content, it’s not enough anymore to just make a video and release it and hope it will provide value. In today’s world, you need to make it memorable. And in the learning and development industry, you need to make it memorable and effective. You have to keep people engaged and they need to learn at the same time.

At VP Legacies, we understand the importance of communication and how creating a personal connection with your audience makes for the best online learning content.

So we’ve put together a few tips for you to help you create memorable eLearning content.

Put a story behind your eLearning content

If you really want eLearning content to resonate, put a story behind it. Take a topic and tell a story around it. The goal of this is to teach your viewers a lesson in a way that’s not just another slide deck showing on the screen.

Take the time to draft a short, anecdotal story around a lesson that will grasp the viewer’s attention and keep them engaged. However, you don’t want the story to be too long; today’s viewers have shorter attention spans, so its best to keep the stories around three minutes or less for maximum impact.

Don’t be afraid to make videos for a series of eLearning topics. If you have the same characters, your story will remain consistent, and therefore, more memorable. Your goal when creating content should be to create content in a way that makes it easier to recall for the viewer. This recollection will make the concepts not only stick in the viewer’s mind but stick out in terms of being creative and one of a kind.

Think about those cheesy videos you might have seen while learning a language in school, or something like “The Magic School Bus.” Those examples are a perfect use of videos that are consistent, yet make an impact when it comes to learning.

Get creative with your eLearning content

We are well past the days of slide decks to present materials. Take a stab at using other forms of content to share materials. Ask students to get creative and create something visual to demonstrate their knowledge of the topic.

This method can help push students out of their comfort zone and help them to express themselves in a way that writing can’t. And you might find that some students perform better by expressing themselves visually. If you are afraid of implementing it and seeing negative benefits from it, start small and try with a project or two on an easy to communicate lesson. If it proves successful, then implement it for larger, more complex projects.

Finding new ways to test knowledge is a simple way to implement adaptive learning into your program. It gives students a chance to learn at their own pace, as everyone doesn’t always learn by just reading and writing. It also gives the designers of a course the freedom and flexibility to try new methods of educational content to see what resonates well with students and what doesn’t.

Take a chance and give your students a project (or two) that involves doing something creative as a means to test them.

Make the eLearning content easy to understand

Nothing says memorable quite like content that is easy to understand. If the content is easy to understand, students will have an easier time recalling it. One way to do this is through the design of the document. Maybe color code the paper for each lesson or group of lessons so students can easily find handouts. They will automatically associate colors with lessons, which will make it easier to find.

This can help increase memorability tremendously when it comes to making content easy to understand. You can also add special symbols or clip art to make the content stand out from the rest.

That being said, you also want to make sure the content itself is easy to understand. It sounds like common sense, but make sure instead of using large paragraphs of text on the page, use bullet points instead.

Additionally, make sure that there is no unnecessary content that is presented. This content will just confuse the reader even more and detract them from the lesson at hand. Also, make sure you break up the text into different sections so those students with photographic memories can find what they are looking for quickly if they need to reference anything. Create the content the way you want to read it, that way both you and your students will understand it, receiving maximum benefits from it.

Make Online Learning Memorable

eLearning content doesn’t have to be boring. The world is your oyster, and you have unlimited possibilities when it comes to creating content that will truly resonate with your students.

Take the chance to experiment with your content design and deliver to find something that will be memorable for the students. If successful, students will better grasp the concepts at hand and be able to teach them on their own.

Looking for more advice on how to create memorable online content? Contact VP Legacies today to find out how our courses can help you create personal connections with your audience.

Getting buy-in from upper management on any new tool can be a challenge. That challenge becomes even more difficult when you’re introducing a foreign concept to your business like online learning.

Online learning is still making its way into businesses and being recognized as an effective way to onboard new clients, scale employee training, and retain customers. At VP Legacies, we understand the power of online learning, since many of our courses on personal connections and public speaking are impactful despite a lack of face-to-face interaction.

So how do you prove to executives why it matters and how it will help business?

Here are some steps to keep in mind:

Identifying business challenges online learning could help with

Developing baselines by which you’ll measure success

Building your business plan

Crafting an argument focused on ROI

Pitching it as a pilot

Evaluating after implementing

Identifying challenges online learning can solve

There has to be a business reason, something that’s not working or could be improved to consider making a change. For example, if the staff is having a hard time adhering to certain policies, what’s the impact those policy violations are having on your business? Is it costing your company money or time? And could some extra education around the issue help?

Finding baselines to set success measures with online learning

Now that you’ve identified the purpose online learning could serve for your business, take some time to gather data. Depending on the purpose, you’ll want to look at staff time currently spent on a particular task, the dollar amount that time translates to, how much money or how many customers you are losing because of this issue, what your current budget is, and what company goals can you can tie online learning to.

Another approach to finding baselines would be to survey your intended audience, whether that’s staff or customers. What’s their experience like so far? What would they like to see to better understand a policy, concept, product, or service? Later, after you’ve implemented a tool, you can conduct the same surveys and compare the results.

Build your business plan around eLearning

You’ve identified a business need, gathered data, set success measures, and now comes the actual plan. Begin with the end in mind. Your business plan should address the pain points you’re solving for by using online learning. Follow that up with describing the impact you expect to see after introducing e-learning.

The plan should be simple and to the point. It should detail who’s going to be involved, the resources you need to accomplish it, the expected timeline, any potential risks, and it should be delivered with conviction. You can have a well thought-out plan, but if you’re not excited about, how are others expected to be?

Craft an argument focused on ROI

Upper management is going to want to know, what’s the bottom line? How is the investment in an online learning platform going to save the company money in the long-run? This is where some of your earlier steps in gathering baselines and developing success measures will come in.

Besides saving the company money, there are other considerations like:

Saving time

Reduction in support hours

More efficient processes

Reduced attrition

Number of deals closed before training vs. after

Of course, many of the above translate to money saved, but if you can explain how much manpower is currently wasted on a particular effort, or how many more deals you’ll close as a result of better education around a product or service, your argument becomes that much stronger.

Pitch it as a pilot

Online learning tools can be a major investment both in time and money, which may result in weariness about implementing something of this scale.

So try easing stakeholders into the idea by pitching it as a pilot. Start small with an area of the business where you can easily measure online learning’s impact, and ideally, see quick results. You might even be able to prove the effectiveness of online learning without yet buying a tool.

There are plenty of low-cost ways to create training videos, surveys, and host webinars. If these aren’t already part of your business strategy and your company needs more convincing, starting with one of these options might be a good way to prove the need for and usefulness of an online learning platform.

Evaluate after implementing online learning

If you’ve gone through all these steps and successfully convinced management to invest in an online learning platform, congratulations. That’s no easy feat. But the buck doesn’t stop there. After implementation, it’s critical to continue to gather feedback that hopefully proves e-learning was a good investment.

Some questions to think about when evaluating are:

What’s different now than before the online learning platform?

How has productivity increased?

Has the company saved money?

Has your employee and customer turnover decreased?

How satisfied are staff and/or customers with the tool/the overall experience?

This is where you need to look back at your baselines and success measures and evaluate whether or not online learning has had the intended impact on your business. And after you’ve evaluated, share out your successes. The truth of the matter is, some will still be unconvinced that e-learning is the best path forward. The more you can communicate your wins, the more management will continue to buy-in.

The Bottom Line

When it comes to pitching eLearning to upper management or stakeholders, it’s all about your communication. It’s not only what you say in your pitch, but HOW you say it. If you are looking for expert advice about connecting with others and speaking with confidence, contact VP Legacies today to learn more about how our courses can help you — and your company.

Have you wanted to learn how to change strangers into friends, friends into best friends and create a personal connection with anyone?

There are so many different ways to teach a course for professional development, including live lectures, long online lectures, and the latest trend that’s definitely here to stay – eLearning. At this point, you’ve probably heard a lot about this model, but you may not be sure about the best ways to use eLearning to meet your company’s objectives and professional development goals.

It’s essential to deliver quality learning objectives that will motivate and grab your learners. First, you need to understand that no two learners are the same. By tailoring your lessons, you excite and inspire all learning styles. Here’s a guide to learning objectives and whether or not they’re compatible with eLearning.

What is eLearning?

E-learning is the latest in cutting edge strategies for knowledge dissemination. It’s commonly used by high schools, universities, and businesses as a way to increase flexibility and accessibility. These online courses can be accessed remotely by off-site employees and they can increase engagement by making use of multiple media formats. As a result, you’ll see higher levels of employee satisfaction and retention.

What Are Learning Objectives?

Learning objectives are a clear set of goals that shape how a learner engages with the material at hand. Once you’ve figured out what objectives your learners need to meet, create clear goals so your learners know exactly what is expected of them.

To know if your learners are engaged, ask yourself these questions: are my learners actively taking part in class? Are they asking questions to seek clarification? Are they delving into thought provoking conversations throughout the course?

If the answer is yes, that means your learning goals are clear. To motivate learners, you need to understand the diverse ways people learn. Learning goals aren’t just about what employees learn, but how they learn it.

Specific learning goals include developing professional and task-based skills, like learning how to use social media, understanding the functionalities of a new web platform, or learning how to perform a daily operation at your business.

General learning goals can be broadly applied to all or most eLearning platforms. For instance, all eLearning modules should strive to foster improved communication, better engagement, and a Personal Connection® to your brand. To make this happen, VP Legacies deploys a three-step process to eLearning. Through discovery, development, and deployment, we identify your company’s successes and pain points. Then, we use these for custom elearning development and help you implement it within your team.

How Learning Objectives Apply to Your Business

The challenge is creating clear learning objectives that all learners understand and are able to attain. It’s important to ask yourself some questions when creating these objectives. Create communication objectives for your custom eLearning program. This will allow your learners to understand the knowledge you wish to convey. They’ll recognize what fundamental information they should be absorbing. Your learners need to be connected to the training itself. This is where engagement objectives are especially handy. They aim to keep the learner invested in their training. Explain to your learners how they will benefit from this training.

When learners are engaged, they remember more. The more motivated and interested your learners are, the more inclined they will be to take additional courses. Your courses could include any number of professional skills. This includes listening skills and communicating with colleagues. You could also focus on management and computer literacy. Advanced program knowledge, interpersonal relationships, and adhering to timelines are all great topics.

How to Create Clear Learning Objectives

It is crucial that businesses understand what drives their employees. Ninety four percent of employees would stay with their current employer if there were continued learning opportunities. To provide successful learning opportunities, you need to clearly communicate the objectives of your professional development plan. Courses for professional development should be a mutual opportunity for you and your employees, helping you streamline your business while nurturing career-long skills for your co-workers. Learning objectives, then, should align with your company’s brand but also give employees an opportunity to acquire useful professional skills.

Elearning courses prove especially useful in making learning objectives clear because they break everything down into small steps. Elearning courses make use of microlearning, meaning that employees have the opportunity to complete small modules that are part of a bigger picture. With a clear goal for each step of the way, eLearning gives participants a sense of accomplishment and purpose. Your learners should know exactly what they will have achieved throughout the course.

Professional Skills and Short-Term Objectives

Opportunities for eLearning allow employees to expand on their knowledge base. It also allows them to feel like contributing members of a team. They’re able to relay new and exciting information to members of their team while putting into practice hard skills. Learners can choose to take short term eLearning classes in order to brush up on a skill or for learning something new. These employee training courses are cost and time effective, and often work around the employee’s schedule.

Long Term Goals

There’s a common misconception that eLearning is only good for short-term, task-based goals rather than long term goals. This is primarily because of the microlearning set up of many eLearning courses. However, this couldn’t be farther from the truth. First of all, you can use eLearning courses to supplement in-person professional development. eLearning can put reading material into practice, allowing employees to try out the skills that they’ve learned in training. eLearning gives the opportunity for repetition and incorporates quizzes to test knowledge, reinforcing what employees have learned to make sure they really know it.

Second of all, eLearning courses may be shorter in form, but they can be implemented over a longer period of time to chip away at long term goals. Short eLearning sessions doesn’t mean you can only use them for task-based skills. It means you can break down information into bite-sized pieces so employees can learn little by little and slowly implement key takeaways into their work. This includes value-based learning objectives like the next two we’ll discuss – communication and engagement. Long term eLearning classes are available for those who wish to receive certificates or degrees. Major benefits include flexibility in a schedule and the ability to learn remotely, from virtually anywhere.

Communication Objectives

As previously mentioned, better communication is a goal that all learning courses share. Whether it’s a specific course on communication or on something else entirely, professional development courses give you the opportunity to connect with your employees and find out what they’re thinking. When it comes to courses about communication, eLearning courses give employees the unique opportunity to test out methods of communication over different platforms. Verbal and written communication are important, and eLearning courses can be used to start conversations at professional development sessions. Since they’re online, you can also incorporate social media and other forms of digital communication. Our course, Personal Connection® 101, includes a section on verbal small talk as well as a section on instant digital communication.

Engagement Objectives

Any good learning course helps employees find ways to engage better. Engaging courses not only help them learn better, but they take this attitude with them into their work. Our courses at VP Legacies incorporate multiple media formats, including videos, text, and quizzes. We know that it’s important to engage employees on multiple levels. This helps you reach your goal as a company for improving workplace culture. Engaging courses will show employees that you’re willing to put in the effort to keep them happy and help them learn. This will motivate them and inspire a healthy workplace culture.

Collaboration Goals

Collaboration opportunities provide a sense of community and Personal Connection® within the workplace. This is something that employees crave. Employees that form bonds with colleagues will collaborate more comfortably. They will express their thoughts and ideas in an environment where they feel heard and respected.

Professional Advancement

In addition, advancement opportunities should be available to all employees. This is where internal promotions play a huge part in keeping top level employees, and keeping them happy. Internal promotions work hand in hand with professional development. They both push the employee to acquire new skills and to continuously strive for excellence on a higher level. Provide opportunities for both, and you’ll have employees looking to stay for the long-haul. New employees seek a hiring process that makes the transition to their new role seamless. Communicating efficiently with new hires is important to establish effective internal corporate communications.

Providing Constructive Criticism

Adopt a plan for streamlined onboarding that makes new employees feel like valued members of a team. Assign them responsibilities from the get go. Encourage them to ask colleagues questions, and to open the lines of internal communication. Remind new employees of the importance of their thoughts and ideas. Offer constructive criticism and praise, but be careful how you present this information. Employees may misconstrue this criticism, especially during yearly reviews. Take time to discuss with your employees their strengths. Be patient, and work with them on any weaknesses.

Engaging communication, especially internal, ensures employees understand your company’s expectations. Communicate in a way that is appropriate and effective. All employees should understand their value to the company. There are other ways companies can provide ongoing learning. Achieve this through weekly lunches, sort of as an informal free talk. Provide opportunities for employees to discuss things they’ve recently learned.

Utilizing New Technology

In today’s digital world, new, exciting technology can get employees jazzed about a special project and can help boost morale. Using the latest technology is a worthwhile learning objective that can help streamline the workplace and increase Personal Connection®. This in turn can provide opportunities for collaboration. eLearning tells employees that your company is aware of trends in technology and has an interest in adopting these new tools. Will this keep employees with the company for years to come? Absolutely.

What’s It All Mean?

Employees want to learn. They want to feel like valued members of a team. They want to work collaboratively. They want to turnkey new information to colleagues. They strive for professional development. VP Legacies can provide opportunities for eLearning so employees can better themselves personally and professionally. Engage and motivate learners to create learners for life, eagerly awaiting their next eLearning course. Create clear learning objectives that set measurable goals. Have realistic expectations, and provide pertinent content that your learners will benefit from. Remember to be engaging and know your audience when creating learning goals. A valued employee is a long-term employee.

Find out more about retaining high-level employees and providing quality eLearning opportunities.

Did you know you can lose 31% to 51% of your employees as a result of low engagement in the workplace? For high retention rates, your staff not only needs to feel appreciated for what they do, but they also need to know they have a chance to improve and grow professionally. This makes them feel a Personal Connection® to your team and fosters a sense of enthusiasm for their roles.

The best way for you to create a positive environment is to implement a learner engagement strategy to raise individual morale through practical training methods.

With that in mind, find out how VP Legacies can improve Personal Connection® with your employees to customize training strategies.

What is Learner Engagement?

Teaching without engaging your students is a waste of time. This is true for professional development too; any parlayed information won’t have an effect if your audience doesn’t feel a Personal Connection® to the topic.

To create this connection, a specific learner engagement model must be used according to the individual’s preference. Every learner is engaged differently, so how do you reach everyone in one setting?

Offering several learning options is a way to let the learner choose how to best retain and use the information given to them. Learning methods are based on personality types and a combination of teaching techniques.

Old ways of teaching are based on repetition and memory. This old teaching method does not take into account the limitations of our memory. Placing information into long-term memory takes more than repetition.

In a learner-based environment, the goal isn’t just to retain facts and information. Instead, it uses engagement to make information relative and practical. This makes the learned content a part of your student’s life.

In the workplace, you don’t want your employees to go through training only to show that they have completed a course. The purpose of the training is for the employee to excel in the field and feel more connected to the work they do.

How Do You Know When a Learner is Engaged?

Showing up to the class is not a clear sign that a student wants to learn or even be there.

Learner engagement becomes evident through participation, self-initiative, and even feedback on the course.

When employees in training ask questions, make suggestions, and ask for additional resources for the topic, they show their excitement. Sometimes the course sounds exciting to your employees, but the method of teaching does not translate.

Give your employees a voice in how the modules will be taught in addition to the topics and skills to be learned. Communicating with your staff will actively engage them in the course before it even begins.

You also need to keep in mind that every learner is different. So, keep an eye on the entire class and be flexible. New methods of teaching can be introduced when you need to accommodate various learners. Because we know how important it is to reach everyone, our eLearning courses at VP Legacies include videos, short readings, and multiple choice questions. Helping all kinds of learners engaged on multiple levels is key, as you’ll see below.

Types of Learners

You can use these personality types to develop lesson plans and make personal connections in the classroom. These connections will transfer into the office as a form of respect and understanding.

Remember that these traits are broad and intertwined. One person may reflect the characteristics of all three personality types, but one may be more dominant. Others may have an even combination, and still, others might clearly identify with just one.

So, use these qualities as a base for learning, not as a definitive guide to the complex structure of the human mind.

Achiever/challenge-based

The achiever thrives on setting goals and meeting them. They like a challenge because they aren’t afraid to show off what they learned.

They may also be competitive in nature and desire to be the best at a new skill. It might seem easy to engage this type of learner, but keeping them actively engaged requires stimulation. This might include multiple choice questions and multimedia presentations, like we have in our Personal Connection® 101 course.

The method of micro-learning effectively breaks information into pieces. For an achiever, this creates levels and mini-goals to tackle. It also uses steps to focus on one topic at a time.

For an achiever, moving too fast is a common pitfall. By separating information into segments, the learner can move at a slower pace. Each level is an accomplishment that doesn’t feel rushed.

Encourage achievers to stay focused on one topic at a time to retain information with learner engagement strategies that reward progress often. Each step should effectively teach a new skill that will lead to the next lesson.

Achievers also have a lot of energy and enthusiasm that can be useful in the classroom. They can be engaging presenters and mentors to more shy classmates and coworkers.

Explorer

To an explorer, it doesn’t matter how fast or efficient the learning process is. Instead, they enjoy connecting with peers and mentors to discover new information. The reward isn’t in the end result, but the journey of learning and making mistakes.

In fact, it is the mistake that teaches an explorer a lesson and leads to progress. This makes them great planners and reflectors of the past. They see their mistakes as a map toward the future.

They may also be shyer than achievers, as they prefer to work on their own methodology of learning. While they like to work on their own, explorers can still be guided. This might mean using a microlearning module for individual learning and holding group sessions in which everyone can communicate and discuss what they have learned.

Don’t let an explorer go too far on their own since their way of learning can be beneficial to the whole class. They discover things that may go unnoticed even to you, as a teacher.

Keep them engaged by asking for updates on their progress. Let them criticize, edit, and alter the course of your teaching. This is the way to get explorers to communicate and open up to you and their classmates.

Socializer

On the learner engagement rubric of personality types, there is always the person who prefers group activities. They don’t like to tackle a problem alone as they see strength in numbers.

This isn’t a fault, but a useful skill, since they feed off of others to grasp concepts and encourage people to connect. They also love to share their insights, as they understand deeply the benefits of cooperation and collaboration.

Make it easy for socializers to discuss the topic with their coworkers. You can include group activities, presentations, and role-playing to the lesson plan to accommodate the socializer.

Let them be expressive by allowing them to use a more hands-on approach to learning. They may prefer offline activities over eLearning modules.

Holistic Teaching Methods

Despite having many personality variations to consider and to cater to in your lesson plans, your approach should be holistic.

A holistic teaching method includes more than a relay of information. It considers the emotional, behavioral, and cognitive abilities and experiences of the learner.

Taking these factors into consideration will help you develop a course that fits each personality type.

As you develop your course, consider these levels of pedagogy that allows employees to conceptualize and retain course material.

Procedural

This is the basis of your lesson plan. It includes the steps to complete the course without further insight. Think of it as the outline that displays your topics and subtopics.

While this is necessary to develop a course, this alone doesn’t allow any student engagement. Further structure is needed to expand your employees’ knowledge by actively including them in the topic.

Conceptual

This part of your course offers your students an objective for learning – in other words, telling them what they will learn. It may explain the skills that your students will acquire, but without practical application. It is important to incorporate conceptual learning, especially to connect with explorer-type learners. This helps them get a sense of how they will engage with the material and what kinds of thinking they will use.

Analytical

They should make the skills personal and transferable to various aspects of their life. The student should also be able to expand their knowledge of the topic on their own, making improvements and additions.

Getting Help With Learner Engagement

Creating learner engagement strategies in your company takes some trial and error. Fortunately, getting help from our professionals at VP Legacies to develop communication strategies can point you in the right direction. Learners tend to fall roughly into three categories – challenge-based, explorer, or socializer. In order to engage all three kinds, you can use holistic teaching methods that explain procedures, explore concepts, show consequences, and utilize analysis. A learning course that engages your employees on multiple cognitive levels and appeals to different personalities is one that will aid professional development and enhance your company’s ability to reach and exceed long-term goals.

A Retrospective of “Back to the Future” and Value-Based Technologyhttps://vplegacies.com/wp-content/uploads/2020/03/Screen-Shot-2020-03-02-at-1.11.43-PM.png1218744VP LegaciesVP Legacieshttps://vplegacies.com/wp-content/uploads/2020/03/Screen-Shot-2020-03-02-at-1.11.43-PM.pngMarch 2, 2020April 6, 2020

People dictate value-based technology. Throughout generations, what we value as a community changes, and it is directly reflected in the tools and devices we create. In television and movies, we let our minds wonder and create new worlds or future scenarios. As time passes, reality brings to life some of the imaginative technologies of fiction. However, not all future devices shown are necessarily brought to life. Since the media naturally shows our wants or wishes, it is strange that our current and past technology imaginings are not one in the same. So, we naturally wonder why this is the case.

Value-based technology in “Back to the Future”

We take an acclaimed movie like “Back to the Future” as an example of fiction imagining what the advanced technology of the future will look like. Now, here we are in that “future” timeframe without most of the gadgets we’ve seen in the sci-fi film. Dehydrated food appears in the film, along with the infamous flying cars. Not to mention the main premise of the movie surrounding a time-traveling DeLorean.

We do have some of that technology – even better in some cases. How did this happen? It all comes down to consumer value. Once examined, some of the amazing inventions we see actually aren’t so amazing, and are not worth the work needed to accomplish them. This allows us to put even more effort into the innovative technology that actually is the future.

Our opinions shape the future with value-based technology

Opinions matter. In everyday conversations, in workplace meetings, and even in what types of technology are created. Positive opinions encourage ideas and further action, whereas negativity shuts projects down. Therefore, communication and our personal needs dictate what is created. For instance, think of the delicious looking dehydrated pizza Marty’s mom makes in only a few seconds in the future sequence. In reality, dehydrating and rehydrating food takes much longer and doesn’t really taste good. It would take a lot of time, energy and money to advance dehydration technology to this point.

The base model we would have to start with would not fulfill either of the great parts of this technology, speed or taste. Finally, there is no real problem with the frozen pizza we have today.ehydrated pizza is not value-based technology because it doesn’t solve an existing problem we have with frozen pizza – and may, in fact, create even more problems. When it comes to frozen pizza, we value efficiency; frozen pizzas are already efficient. The dehydrated version would not attract any customers to fund development, so the people value just isn’t there. In addition, the fast-food industry would suffer exponentially from the mass use of this technology. We, of course, value fast food seen by the large locational density of McDonald’s. Incorporating new technology that depletes other services poses a threat to some’s lifestyles.

Technology is based on what we value

Technology reflects our values. So, if our values do not align with those in the fictional universe of “Back to the Future”, that’s why we’ve ended up very different technology. Also, even if we do have the same values, there is a natural flow to consumerism, which moves more slowly than in TV or film. Hoverboards are widely produced worldwide while flying cars are still a bit of a stretch for decades to come.

On the other hand, flying cars have long been a dream for sci-fi fans. They are awesome, they convene with our values of timeliness and spectacle, and it seems like we have the technology to do it. So why aren’t we flying to the grocery store or work every morning? Inventions like these do get the positive responses they need to create consumer value. But, the technology today is unable to produce a safe enough flying car at the moment. Safety is yet another key consumer value. If something is not safe, consumers won’t approve of it, they won’t buy it, and it won’t be able to build traction.

Personal connection influences value-based technology

People develop Personal Connection® with others. Then, these relationships, conversations, and idea exchanges depict the course of actualizing technological-based values. How we approach situations and clearly communicate brings ideas to fruition. Good ideas fail when everyone is not invested in them.

Therefore, the presentation of ideas is very important to get everyone on the same page. Otherwise, ideas won’t make it even if the projected future of something like a hoverboard in “Back to the Future” seemed cool years ago. In summation, even if certain technology from “Back to the Future” was made, the stages of consumerism can completely prevent it from becoming mainstream. New technology is completely dependent on what consumers need and want. Ideas take time to form and must personally connect with an audience to be successful.

What Your Business Can Learn from “Back to the Future”

To use an analogy, think of the set of futuristic technologies in “Back to the Future” as a set of proposals or product pitches. Innovators learned which products were useful by paying attention to how mass audiences talked about these technologies in the media to determine what might be a worthwhile business endeavor.

You can do the same by tapping into the feedback that’s readily available to you – feedback from your employees. With our course, Personal Connection® 101, you can learn how to build meaningful relationships with your co-workers and employees and effectively gather their insight from both meetings and casual conversations. Before you know it, you’ll be ready to face the future with value-based technology.Related: What is the personal connection crisis?

Employees are an integral part of any organization, which is why it’s crucial to form personal connections with them. For companies, this translates to making a conscious effort to retain employees by all means possible. Employees look for an opportunity to grow, and if an organization is able to provide them with that, they are more likely to stick around.

Employers can ensure employee loyalty and retention by doubling down on corporate training. Traditionally, corporate training was dependent on instructors who have expertise in subjects relevant to the training needs of an organization. The organization would then hold seminars, workshops and training sessions led by the instructor(s). All this has changed with the introduction of the internet and digital learning. At VP Legacies, we customize versatile multimedia training modules for improved personal connections at your company. Here’s everything you need to know about eLearning.

What is eLearning and Custom eLearning Development?

E-learning is any learning material delivered via the internet. eLearning has found its way into the world of corporate training as a form of valuable communication and real engagement. It has many benefits for both the employer and the employees – not only is it highly efficient, but it is also cheaper to execute. Custom eLearning Development provides convenience, flexibility, reliability, and scalability to any corporate training program. However, it is difficult to choose between the plethora of options available. Here are some of the eLearning methods that a company can include in its corporate training program:

1. Web eLearning

Web eLearning is based on website content. Employees can access this website from their personal device or through the company’s internet. Websites provide employees with the flexibility to learn as and when they can or want to. It does not limit learning to a particular space and allows users to access the information whenever they wish to do so. A website also gives the flexibility to add multimedia, such as text, videos, images, and more. This adds a new dimension to eLearning and makes it more interactive and engaging for the employees. It also familiarizes employees with web-based tools so they can get acquainted with modes of internal communication at your company.

2. Virtual Classrooms

Virtual classrooms are basically the modern version of an instructor-led corporate training session. This allows both instructors and attendees to be involved in the process. Instructors are present in the classroom with the help of video software while attendees are present physically. This can also be done remotely via conferencing software. This eLearning model encourages collaboration, ideation, and engagement, helping to create an environment for personal connections. The ‘presence’ of an expert allows back and forth questioning, a live learning experience, and a human element that other modes lack.

3. Video Modules

Video modules are produced by learning videos that have been made in advance for the reference of the employees. These modules can be animated or with a human instructor. The opportunities are endless when it comes to creating videos for a corporate training program. This is also a highly-flexible mode of eLearning, as the videos can be accessed by users anytime they want. They also have the ability to play the videos as many times as they wish. When it comes to grasping a concept, videos often perform much better than text because humans love graphic-based delivery. The colors, seamless explanation and video format make eLearning easier for the employees.

4. Specialized eLearning

Every organization has different corporate training needs and every employee or group of employees has different needs when it comes to their corporate training. In such scenarios, mass-produced and general corporate training modules just don’t cut it. With custom eLearning development, there is the flexibility of having the ability to choose and customize corporate training programs. With eLearning, employers can establish a personal connection with their employees as they are able to accurately fulfill their needs and not have them learn something that they might either already know or have no need to learn.

5. Social Media Training

The world has gone social and employers are just catching up, especially when it comes to corporate training. This eLearning model creates a collaborative environment for the employees and taps into the power of social media. Through a platform like Facebook, Instagram, and Twitter, this program delivers the required knowledge and does so in a cohesive way that encourages teamwork and collaboration. If social media is a key part of your company, this will improve employees’ familiarity with important methods of internal and external communication.

6. Microlearning

Microlearning refers to the delivery of eLearning content in the form of information nuggets. Each module spans is typically not more than 10 minutes and comprehensively addresses one learning objective at a time. With microlearning, each module focuses on just one topic, this allows users and readers to retain information in a more efficient manner. With microlearning, corporate training reaches a new level of efficiency as it allows better retention rates and finds a way to battle the forgetfulness curve. After adopting this eLearning method, the corporate training strategy dives into establishing a strong personal connection with its employees. The average attention span of humans is not more than 8 minutes and microlearning battles this with create short, relevant and concise pieces of eLearning modules that make corporate training more of a success.

7. Mobile learning

When it comes to eLearning, accessibility plays a crucial role. What better way to stay accessible than to go the mobile route. Through mobile eLearning, employees have access to the needed information at the comfort of their homes or even during the train ride to work. Mobile learning puts corporate training right into the palms of the employees thus allowing them the freedom to refer to it as and when they wish.

Benefits of E-learning

Your education does not have to stop because of a pandemic. Online learning caters to the modernized learner, and it’s rising in popularity, especially during the COVID-19 situation. Here are five advantages of e-learning.

1. Saves Time and Money

When it comes to online learning, you can access the platform anywhere and anytime. You don’t need to take time off of work to attend the lecture. In addition to that, it’s cost-effective. You wouldn’t have to waste money on gas and printing out material.

2. Better retention

Modern learners retain information better if it’s more interactive and bite-sized. People rather listen to a podcast or watch a video than read through a textbook.

3. Consistent

The problem with face to face sessions is the lack of consistency, especially if every professor has different teaching styles and preferences.

Fortunately, online learning offers consistent training, which means that everyone goes through the same experience, regardless of where or when they take the course.

4. Scalable

You can use as many employees as you need, and it’s only a one-time investment. The more students you have, the faster you can write off those expenses.

5. Personalization

Everybody has different learning goals and preferences. Online learning makes it possible to cater to everyone’s needs. Students can choose their path and navigate at their own pace. They decide what to learn and when to learn the material, leading to better personalization.

eLearning – Engagement, Versatility, Autonomy

Elearning is a powerful tool for corporate training. It taps into an essential element of employer-employee relations – personal connection. Choosing eLearning indicates that you’re paying attention to the latest trends in training culture that are here to stay. eLearning methods continue to develop and adapt to you and your employees’ needs, providing an engaging and always modern solution for ongoing learning and training. Your employees will never feel like they’re repeating the same task or lesson over and over again. Instead, they’ll look forward to a new modality (whether a virtual classroom, video, or social media training component) that will help them develop their professional skills.

Elearning allows employees the freedom, flexibility and independence to learn at their own pace. It also broadens the horizon of possible resources due to the internet and the global reach that comes with it. Visit our custom elearning development page to get started with eLearning for your company.

According to a study in Time, the average human attention span is currently around 8 seconds. This value is slated to fall even further, thanks to screens that never turn off and increased caffeine intake, among other factors. Reading books is now an almost archaic habit – with audiobooks taking the center stage of written content consumption.

The trend also signifies a large decline in the learning capacity of the human brain. Content creators and educators are faced with the issue of connecting to learners and efficiently capturing and retaining their attention. The bigger problem, however, is that learners tend to forget the dissipated information. Retention of knowledge is a hard challenge to overcome, but one that is crucial to ensure the progression of eLearning. At VP Legacies, we know the value of personal connection for keeping your employees happy and engaged with your company. Here’s how microlearning can help.

What is Microlearning?

The eLlearning sphere is currently dominated by microlearning, an education innovation that is here to stay. Microlearning is a type of focused training/learning method that doles out short bursts of specific content. The content is typically delivered in the form of small eLearning units, short-term activities, and easily digestible, object-oriented media. The units are designed to help users/ learners grasp and remember vast topics in tiny chunks. The lessons are dealt out in 5 – to 10-minute modules and focus on building specific on-the-job skills at the user’s convenience.

The core principle behind microlearning is the efficient consumption of skill-based eLearning material without overburdening the user. Instead of providing the learner with a bulk of eearning material, and overwhelming them in the process, microlearning concentrates on micro-perspectives and practical contexts. Microlearning is in great demand across corporate settings and other mediated environments. Workplace training modules like software platform initiations and workflow processes can be easily administered through microlearning – and with proven success.

Training content can take many forms and is usually designed to suit a company’s work style. Typical microlearning content includes interactive media forms like short videos, powerful images/ illustrations, infographics, eBooks, other on-screen text, audio snippets, music tracks, single-screen games and quizzes, simple activities, and multiple-choice tests. The content is highly personalized and target aptitude and application-based facets of the skill in question.

Advantages of Microlearning

Engagement

The goal of microlearning is to communicate the outcome in the simplest way possible. eLearning methods that are off the beaten path tend to stay in the memory for longer periods, while also creating sufficient engagement from the learner. Modern corporate workers are strapped for time and microlearning is the perfect way to create interest in training modules.

When learners study in short bursts over being forced to sit through hours of droning material, their brains engage with the content easily. This interest also carries forward to future training modules. The best-designed microlearning modules simulate the rewarding emotion of checking social media/ game apps on one’s cell phone, as opposed to prepping for an exam. As a result, you create engagement by connecting with learners on a more personal level.

Efficiency and Cost-Effectiveness

Streamlined content means less production time and cost. As the content delivered in micro eLearning is trimmed to the fullest extent, writers and developers can produce hundreds of modules in hours. This isn’t just efficient, it also allows the training material to constantly evolve to match changing trends and training requirements.

Since microlearning does not always require special premium tools, it cuts costs down further. Efficiency in production is one benefit, but efficiency in consumption is yet another. Users can even undergo microlearning on their smartphones on their commute to and from work. The variety offered by microlearning modalities allows workers to absorb, retain, and apply knowledge much more effectively and efficiently.

Flexibility

Flexibility and personalization is a huge part of microlearning. Learner motivation and interest in finishing more modules naturally stem from the autonomy and modality offered by microlearning. Bulky online courses are not ideal for learners on the go. Microlearning courses are small in size, and can even be downloaded and used when the user is offline.

These courses also allow trainers a certain amount of flexibility in terms of usage. Microlearning modules can be used as components of larger, organization-wide training drives or as performance support. Depending on the company’s workflow, these courses can also be used as communication tools.

Personal Connection

Authentic personal connections within the workplace are crucial for training purposes, as well as maintaining an overall healthy work environment. On the surface, microlearning may appear to disconnect or disassociate workers from one another. Employees glued to their screens while finishing modules might not be the best communication instigator. However, continued implementation of microlearning modules can prove to be beneficial when it comes to personal connections. It gives employees talking points and, unlike longer training modules, allows them to stay in touch with methods of internal communication while completing microlearning lessons.

Microlearning modules are designed with specific criteria in mind. When the gamut of multimedia material hits the training floors, employees are more engaged and reach out to each other in order to learn more. Natural curiosity, coupled with a positive ‘let’s go get it’ attitude (stemming from micro-assessments and quizzes) can boost team performance by bounds and leaps.

Collaborative modules can also serve to increase effective and productive communication among employees. Certain microlearning activities designed for teams can also increase levels of trust and codependency. When a group of colleagues watches a bunch of short videos together, they are more likely to have in-depth conversations about the topics involved.

High-quality microlearning content incorporates elements of relevant pop culture media to increase engagement. GIFs, well-produced short videos with comedic relief, and eye-catching infographics aren’t just boosting engagement and retention. They also serve the important purpose of binding the mutual interests of workers and bringing them together on a common basis – a shared interest in learning. As communication tools, microlearning modules can also be used as ice-breakers.

Disadvantages of Microlearning

In-Depth Training

For subjects that require in-depth training and exploration, microlearning might not be the best fit. Some software or processes require several months of training just to grasp the basics. The trade-off between short, interactive modules versus lengthy, in-depth write-ups cannot be justified, especially if employees are falling short of the mark.

For example, take the American Revolution. It’s possible to learn the timeline of events, the causes, and the outcomes of the revolution using microlearning tactics like short videos and images. However, in order to understand the underlying intricacies, motives, political underpinnings, and cultural impacts, microlearning is not quite the right option.

Nevertheless, microlearning can be a great companion tool for in-depth training methods. Microlearning can help reinforce what employees learn in other training modules. They can also target more hands-on skills that will help employees put more abstract ideas into practice.

Complex Concepts

Bite-sized courses are the best option for a surface level understanding of most concepts. But this mode of eLearning cannot always ensure to translate the complexity of all topics in an effective manner. Microlearning isn’t always suited for subjects that require a lot of patience and content that cannot be boiled down to cue cards.

Sometimes it’s necessary for the workers to plow through large bodies of well-researched material in order to gain a better understanding of the concept. Extensive comprehension is not always the same as immediate understanding and retention. For example, it’s possible to learn Mandarin for a trip to China using audio snippets and images.

This would provide the required outcome, where the employees can communicate effectively in a corporate setting with a few key catchphrases. However, if an employee is to be permanently reassigned to China, they will have to study the language in great detail in order to get by. Microlearning can’t help here, tedious study and preparation will.

Once again, micro-learning can be a great reinforcing tool for longer training methods. To use the example above, textbooks and long lesson plans aren’t enough to learn a language. Short quizzes and other microlearning tools help people practice what they’ve learned as they go along.

Microlearning Strategies and Guidelines

Organizations have to keep in mind certain factors before implementing a brand new microlearning module. The first and foremost factor is to keep the audiences in mind while crafting content. While some users thrive off the streamlined model, others might not take to it so quickly. Identify what kind of groups are present within the organization and design modules accordingly. Analyze previous eLearning efforts in-depth and understand how it was assimilated, and what strategy was most effective.

Several employees and even executives might not be aware of what microlearning is exactly. It’s important to run a company-wide awareness program beforehand to build a strong business case. Whether the microlearning modules are a viable strategy is an important decision to make. Involve peers, key stakeholders, and management in the process.

Many times, microlearning could prove to be a huge shift in the existing method of learning (specifically eLearning) within an organization and requires a fundamental change of mindset. Assess the existing content and find ways to leverage available expertise. Don’t throw old playbooks out the window completely. It’s important to ease into the process by merging characteristics of both traditional and modern strategies.

How Gradual Microlearning Creates Engaged Communication

Microlearning achieves efficiency, versatility, and personal connection by allowing employees to incorporate and implement new skills as they learn them. As a result, this training strategy improves knowledge retention and helps employees feel engaged with your company while learning valuable skills for their professional career.

Not only is microlearning efficient, but the short time span of each module means that it can easily be incorporated into your ongoing learning plan. It’s easy to implement and engaging for employees, giving them the opportunity to ask questions as they complete new modules over time and converse with each other about shared courses. It can even be used to drive home complex concepts and give employees the chance to practice and discuss specific skills that are part of a broader learning plan.Get started with microlearning by finding out more about VP Legacies.

Corporate training is an essential part of employee growth and retention. Educators and professionals spend time, money and effort to impart training because it’s one of the first times they begin to forge personal connections with employees. The question is, how much do people remember? With the fast pace of day-to-day tasks, it can be difficult to encourage employees to have the attention span to learn. Which begs the question – how can people and educators invest and tackle this situation?

The answer lies in smart learning techniques that are proven to help people retain and understand information better. That’s why many companies are turning to microlearning. At VP Legacies, we help you engage employees with custom eLearning strategies like microlearning. Here’s what you need to know about the benefits of microlearning and how you can incorporate it into your training plan.

What Is Microlearning?

Microlearning refers to the delivery of learning content in the form of bite-sized information nuggets formulated in standalone modules. Each module spans typically less than 10 minutes and comprehensively addresses one learning objective at a time.

Benefits of Microlearning

Right from the beginning, there are many immediate and obvious benefits. All of them are centered around engaging the human brain in ways that capture their attention and helps with the overall retention and knowledge absorption.

It Tackles Short Attention Spans

It’s a common misperception that attention spans are dwindling, especially when it comes to learning something new. In fact, attention spans are simply evolving to be more selective. The way microlearning works is that it provides small nuggets of information that are easily digestible. It does so by keeping the information short, concise and highly relevant. The microlearning technique makes use of the most attentive timespan, which is the first eight minutes, and keeps content up to or shorter than this time frame.

It Tackles Time Constraints

Even though corporate training is important for the growth of employees and the organization alike, there simply isn’t much time to devote to it. Many people don’t spend more than 1% of their time on corporate training. With microlearning, one can dedicate less time to corporate training while retaining more information.

Most modules are not more than 10 minutes, which gives corporate training an edge and encourages employees to participate proactively. While longer training modules often make it necessary for employees to take a lot of time out of their day, microlearning allows them to stay connected with internal communication while taking the time to learn on their own.

It Is Highly Specific

Microlearning is all about efficiency. Since it has to convey a lot of information in a short period of time, there is only one way to approach this. Microlearning is impossible without learning the art of being specific. Since microlearning divides content into small information nuggets, it becomes crucial to decide what to include and what should be excluded from it.

In times like this, one has to incorporate certain techniques and tricks to make corporate training highly effective with the help of microlearning.

Addresses Forgetfulness

Forgetfulness is a trait found in many people, especially with so much new information to remember. Stats show that people forget more than 80% of what they’ve learned within a span of 30 days. If true, does it even matter whether or not people actually learn something new?

One way to tackle this is through the art of retention and reinforcement. Microlearning makes both these concepts a piece of cake. Its short informational concepts are easy to remember and go back to as and when needed.

How To Incorporate Microlearning into Corporate Training

Have A Goal

When it comes to incorporating microlearning, the first step is to have a clear goal in mind as to what the program aims to achieve. With a goal, it’ll be much easier to form a personal connection with the learners and their specific requirements that form the core of any corporate training program. When employees know what they should achieve, they’ll be able to complete targeted learning more successfully.

Make It Accessible

Learning isn’t and shouldn’t be limited to office premises. Thanks to the advancements in the digital world, information is now available everywhere – and that’s how people prefer to access it as well. The world has gone mobile and it’s about time that learning does too. With any microlearning module, it is important that it is available when the learner wishes.

You can successfully motivate users to go through the modules in the comfort of their home or on their way to work. The key is to form a personal connection between the training program and the learner, and accessibility is a strong way to establish this connection.

Make Use Of Design

Design is a powerful tool – one that many people underestimate. People are visual learners and are able to grasp and retain visual information faster and in a more effective manner. The beauty of colors, shapes, graphs, images, and even videos makes the whole training program highly encouraging for users.

With the help of these design tools, learners can make the most of the training program as they learn at their own pace, with the aid of such design elements. IT also adds a fun element to what most people perceive to be a drag.

Communicate Well

The key to disseminating any information is how effectively one is able to communicate and present it. With microlearning, the short informational pieces help with developing a strong connection between the readers and the training program.

Many people no longer see it as something they have to ‘study’, thanks to its concise nature, and the information presented feels nothing more than a quick read. As a result, employees will see microlearning as one of many efficient pathways for internal communication at your company.

Organize and Analyze

A big part of delivering a microlearning corporate training program is to develop a coherent structure. Corporate training is an important part of any organization’s internal communication strategy and with microlearning, the strategy gets a significant boost.

Microlearning splits information of the training program into easy to understand, bite-sized modules. While developing the program, it is essential to stay organized and arrange the modules with a logical flow that makes sense to the reader. After organizing the program, the next step is to analyze the efficiency and organizational structure.

When someone does this once or twice, they can spot any flaws that may have been overlooked or identify any content gaps and fill them in time. It also helps with the overall coherence of the training program, thus adding to its efficiency.

Microlearning: An Essential Facet of Corporate Training

Microlearning can help your company address time constraints with short modules that are quick to complete yet full of information. With achievable goals, accessibility, and effective internal communication, microlearning is easy to implement and produces highly visible results.

Microlearning allows employees to leverage their skills on an ongoing basis. For corporate training leaders and your company’s executives, it’s a time-efficient strategy that nonetheless creates opportunities for personal connections. By creating a plan for microlearning, your team can hone in on microlevel aspects of company-wide goals. Get started developing customized microlearning modules with VP Legacies.